THE EPISCOPAL CHURCH

DEVELOPING A SUSTAINABLETRAINING PLAN

4.22.2015

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

O p e n i n g R e m a r k s

• We all know employee training program is important to your Agency.

• Is training a chore you get around to someday?

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

R e s u l t s o f N o T r a i n i n g P r o g r a m

What are some negative results of not having a training program:• Cost to you in client satisfaction• Cost to you in delivery of service• Liability costs when a caseworker is not informed

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s

Are you experiencing the following workplace issues?• High staff turnover?• High absenteeism?• Low motivation and/or productivity?• Employees who resist change?• On the job accidents?• Difficulty meeting your department goals?

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s

“Money spent on the brain is never spent in Vain.”

Joe Griffith

D E V E L O P I N G A S U S TA I N A B L E T R A I N I N G P L A N

P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s

Benefits of Employee Training

• Increased productivity• Better health and safety records• Higher retention rate• More vibrant and engaged workforce• Better team performance• Increased participation and communication• Increased worker confidence

D E V E L O P I N G A S U S TA I N A B L E T R A I N I N G P L A N

A C O M P R E H E N S I V E V I E W

Succession Planning

Professional Development

Performance Management

Onboarding

Hiring/Commitment

Compensation/Benefits

Interviewing/Selection

Recruitment/Sourcing

Competencies/Job Descriptions

CORE VALUES

• Future leaders are identified at all levels within the organization

• Organization commits to on-going skill and growth development opportunities

• Continuous high-quality feedback is given to staff to inform on-going development of skills, competencies and growth areas.

• Comprehensive 6-12 month design supports new hires

• New Hires have a strong commitment to the Agency’s mission and core values• Hiring managers/new managers are supported

• Market competitive, equitable and transparent practices

• Competency-based interview guides• Selection based on skills, experiences and cultural fit

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• Active and passive recruitment and sourcing strategies identify quality talent for organization and programs

• Core competencies and high –performing skills defined• Accurate job descriptions define roles, responsibilities and culture fit

• Core values are defined, communicated and reflected in individual and collective work practices

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s

Orientation Training

•6- 12 month on-boarding program for new employees

•Organization welcome Overview of governance and structure, services, basic computer training

• Intro to key staff, peers and others they will work with

•Clarification on work conditions, unspoken rules of the road, job specifics

•Peer mentor for new employee

•Build foundation of trust – show how their job relates to what the organization does

Ongoing Training

•Formal and Informal

•Workplace, college or off-site seminars

•Retreats

•Self Help

Compliance Based Training

•Mandatory training on topics that employees are required to complete as Agency employees

•Drug Free Workplace Training

•Sexual Harassment Training (Protection from Sexual Exploitation and Abuse)

•Confidentiality Policy Training

•Anti-Fraud, Dishonest Activity and Whistleblowing

•Program and Job Compliance

Leadership Pipeline Program for Staff

•Selection of high potential managers to become skilled as leaders.

• Stretch assignments

• Exposure to internal and external speakers.

Manager Training Program

•Current managers participate in training program designed to provide basic managerial skills and team-building strategies.

•Leadership challenges and case scenarios experienced in current roles to sharpen problem solving and decision-making authority.

D E V E L O P I N G S U S TA I N A B L E T R A I N I N G

P r o f e s s i o n a l L e a r n i n g F r a m e w o r k a n d S t r a t e g i e s

Performance Management

• Training for all Agency staff on:

• Performance Management

• Goal Setting

• Coaching conversations

• Providing ongoing Feedback

• Difficult Conversations

Mentoring Program

• Based on an approved career path, employees can be:

• Mentored by a senior manager or leader for 6-12 month to gather better understanding of their role

Face to Face Training

• Training requested from PDHR on various topics of need for teams.

• PDHR will also offer specific trainings centered on a monthly basis.

• External trainings.

Power Conference Series

• Available only for the Directors and includes:

• Visits to successful institutions or like agencies to engage in candid dialogue about leadership insights/best practices exchange with the host leader of the organization.

Cross-Functional Trainings

• Opportunities for PDHR team and the Program team and other teams to collaborate on training initiatives to support the professional learning of your employees.

D E V E L O P I N G A S U S TA I N A B L E T R A I N I N G P L A N

T h e o r y o f A c t i o n

Theory of Action

If we professionally develop our employees providing them with the training and learning

opportunities that better equip them to fulfill their roles and responsibilities then we will build a

stronger brand and culture at the Agency that will help us to continuously attract and retain talented

employees to help us achieve our Vision.